Recently I have been feeling curious about the concept of Psychological Safety. Initially defined by Amy Edmondson, the idea has spread throughout the business world in such a matter that it is now just as common to talk about Psychological Safety in the workplace as it is to talk about feedback, diversity, and active listening.
Amy Edmondson stumbled upon the concept of Psychological Safety while studying the relationship between teamwork and error rates in hospitals during graduate school. See, to her surprise; she found that the strongest teams were also the ones who reported the most mistakes! Which puzzled her since it seemed counterintuitive. Upon further reflection, she realized that what really happened was that strong teams were not MAKING more mistakes but simply REPORTING more errors since the presence of trust, combined with the absence of fear of repercussions, gave them the needed confidence to admit to and speak openly about mistakes. Or put in other words, they had Psychological Safety!
This week I read ‘The Fearless Organization’ by Amy Edmondson. In a nutshell, the fearless organization is a workplace where people feel free to share their reactions, opinions, and constructive criticism without fear of reprisal – where all ideas, questions, and feedback elicit appreciation and an earnest response instead of scolding or ridicule.
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